Collaborative capability has predominantly been conceptualized and analyzed from a firm-level perspective, paying inadequate attention to the individual level mechanisms that enable this ability to develop and flourish. Utilizing the dynamic capabilities perspective, we suggest that antecedents of collaborative capabilities can be found at the organizational and individual level. Hence, this study examines the role of collaborative capability in R&D alliances with particular focus on the interplay between organizational and individual level mechanisms. We explore the development of Novozymes’ "Partnering Project” and show how individual level factors work in concert with organizational level mechanisms in creating collaborative capability. Based on the in-depth case study and a review of the extant literature, we propose a framework for explaining the multi-dimensional nature of collaborative capabilities in R&D alliances and show how firms can benefit from increased attention to the interaction between individual and organizational level issues when designing R&D alliances.

Nationality diversity and international experience constitute two related yet distinct
sources of competence among upper echelons. While both TMT international experience
and nationality diversity increases the likelihood of firms expanding outside their home
region, our results show that TMTs with international experience are more likely to
expand abroad via greenfield investments, whereas nationally diverse TMTs are more
likely to engage in international acquisitions and joint ventures. This highlights the need
to treat TMT nationality diversity and international experience as two different
characteristics influencing foreign entry mode decision.

This paper focuses specifically on interfirm strategic collaboration as a vehicle for knowledge management across firm boundaries. Drawing on the widely accepted exploitation/exploration dichotomy, this article contributes to research concerning alliance dynamics by combining elements related to alliance formation, negotiation and outcomes. By integrating the exploitation/exploration arguments into a set of knowledge-related strategic motives for alliance formation, the main arguments focus on the influence of governance mechanisms on the relationship between strategic fit and outcome in terms of knowledge. This paper integrates the emergent knowledge-based theories of alliance formation (and outcome) with existing theories related to governance and coordination in an attempt to explain how the knowledge outcome of collaborative relationships may be determined by the strategic fit of partner motives, influenced by the mix of contractual and procedural governance. A series of testable propositions are derived in order to answer the following question: Do combinations of contractual and procedural coordination, given specific strategic fit, explain performance differentials?

In Europe, in particular, the number of foreigners appointed to top management teams has increased significantly over the past decade. However, the question of why some firms elect to employ foreign nationals on their top management teams remains unclear. This study utilizes a multi-level methodology to test the degree to which employment of a foreigner on the top management team is driven by individual level human capital characteristics versus firm level strategic considerations. Results from empirical tests on a sample of Swiss publicly listed companies suggest that degree of international diversification is positively associated with the likelihood of having a foreign executive, whereas human capital characteristics do not explain the propensity to employ a foreigner on the top management team. Further analyses indicate that nationality diversity at the board level, as well as the international experience of the top management team, are possible predictors of the probability of having a foreigner on the top management team.